Psychological capital, Big Five traits, and employee outcomes

Abstract

Purpose – The aim of this paper was to examine the incremental validity of positive psychological capital (PsyCap) in predicting several important employee outcomes while controlling for a full range of personality traits. Design/methodology/approach – Using a cross-sectional field study design, the authors collected data from 373 employees in South Korea. Findings – Hierarchical multiple regression analyses revealed that employees' PsyCap is related to their perceived performance, turnover intention, work happiness, and subjective well-being, even after controlling for the Big Five personality traits. Research limitations/implications – By controlling for the Big Five traits, this study was able to evaluate the role of PsyCap more precisely. However, as the data were collected from the same source at one point in time, common method variance is a potential issue. Practical implications – The findings suggest that managers need to focus on developing employees' PsyCap, given its unique effect on the outcome variables. Social implications – By developing employees' PsyCap, organizations could turn work into a significant source of happiness and life satisfaction for their employees. Originality/value – This study identified the broad and unique effect of PsyCap on work and life outcomes beyond personality traits.

Do psychological capital and work engagement foster frontline employees’ satisfaction?

“…Such employees are satisfied with their job and career in the current organization and their life in general, because the availability of personal resources is likely to enable them to fulfill the requirements of the job, pursue career development opportunities in the current organization, and have life satisfaction. These results are also in line with limited empirical studies in the current literature Choi and Lee, 2014;Lehoczky, 2013).…”

“…Fourth, since the overwhelming majority of studies on PsyCap emerge from samples in the United States, there is a need for more empirical research that investigates PsyCap in different cultural settings concerning its contextual applicability (Choi and Lee, 2014).…”

“…Lastly, the overwhelming majority of empirical studies on PsyCap have been conducted in the United States. There is a need for investigating PsyCap in different cultural settings (Choi and Lee, 2014;Nguyen and Nguyen, 2012).…”

The Impact of Big Five Personality Traits and Positive Psychological Strengths towards Job Satisfaction: a Review

“…A study which examined the incremental validity of psychological capital in predicting several important employee outcomes by suppressing the effects of big-five personality dimensions revealed that employee's psychological capital is related to their perceived performance, turnover intention, work happiness & subjective well being, even after controlling for the Big Five Personality traits (Choi and Lee, 2014). The current study incorporates both Another research aimed to delve into the relationships of coping strategies with Positive Psychological Capital and Big Five among undergraduate university students which concluded that positive psychological capital and big five were found to be significantly related to coping mechanisms except neuroticism, while high extraversion, openness & conscientiousness individuals engaged in more problem-focused coping and finally concluded that personality factors and positive psychological capital has emerged as important constructs for detecting coping mechanisms (Khan et al, 2011).…”

Do Hope Foster Innovative Work Behavior through Employee Engagement and Knowledge Sharing Behavior? A Conservation of Resources Approach Using MPLUS tool

“…The overwhelming majority of empirical studies on hope have been conducted in the United States. This calls for research investigating psychological resources in different cultures (Choi & Lee, 2014). Thus, it is vital to explore the feasibility of hope as a determinant of individual level outcomes in newer work settings.…”